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JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 1 of 7
Assignment 2: Group Project, Leading Change in HR Teams
Due: Monday, 9:00 am (eastern), Week 7 (25% of total course grade)
Background
You are now at the midway point of the final course in the HR concentration of your MBA. In previous
courses, you explored how to attract and retain top talent (JWI 521) and what it takes for HR leaders to
earn a seat at the table (JWI 522). Throughout your JWMI journey, you have had opportunities to learn
practices that are critical to building a winning organization. You’re probably bursting with great ideas that
you are anxious to put to work. Hopefully, you have been doing that already in keeping with our “learn it
today, apply it tomorrow” focus.
As you are seeing in this course, large-scale change initiatives take time. They need to be well thought
out, and they need concrete plans – like Kotter’s 8-Step Model – to provide structure and accountability in
order to make the change successful. The group project for this assignment will help you gain insight into
how this applies to leading change in HR teams.
Project Overview
• Your instructor will assign you to a group by the beginning of Week 2.
• There is a Team Workspace in Canvas for each group to exchange materials and post to the
group discussions. The link is located in the main course menu on the left-hand side. You will find
instructions for accessing this in the assignment in the course.
• You will first read the Change Initiatives in HR Leadership and Talent Development document
on your own and choose a change Initiative you find to be the most interesting/compelling. Then:
o Discuss this idea with your team and colleagues at work to gauge their reactions
o Post your completed Change Initiatives in HR Leadership and Talent Development
Template in the Group Workspace by Monday, 9:00 am (eastern) of Week 4
• Your group will then discuss the templates submitted by each member, decide on a team focus
area for the project, and submit a Team Charter identifying your focus areas and agreed-upon
work process by the end of Week 4
• During Weeks 5 and 6, your team will draft, review, discuss, and edit the components of the
project.
• The final submission is a PowerPoint Presentation created by the group applying Kotter’s
change model to the selected change initiative. This is due by Monday, 9:00 am (eastern) of
Week 7, and will be assigned a single grade for all group members.
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 2 of 7
Detailed Instructions
1. Prior to your discussions with your group, review the “Change Initiatives in HR Leadership and
Talent Development” document posted in the assignment module in Canvas. These ideas and
initiatives are taken from current and previous course readings, so they should all be familiar to
you. However, you may want to go back to the sources to remind yourself of the context and
rationale presented by the authors.
2. Select your favorite change initiative based on the following criteria:
a. The idea genuinely excites you.
b. It would have a significant positive impact within your team and within your organization,
if it could be implemented.
c. There is a realistic opportunity for your team to lead the way in getting this practice off the
ground.
3. Each member will gather data to validate their selection using the “Change Initiatives in HR
Leadership and Talent Development Template” posted in the assignment module in Canvas.
a. Get feedback from your own team at work or another group of professional associates.
b. Using the template, summarize the feedback as well as industry and economic factors
that could impact the change initiative.
c. Each member will post their completed “Change Initiatives in HR Leadership and
Talent Development Template” in the Group Workspace by Monday, 9:00 am
(eastern) of Week 4.
4. Over the next week, discuss your selected change initiative with your group.
a. It’s up to your group to decide how to coordinate communication. You may:
i. Use a virtual meeting tool such as WebEx, Zoom, GoToMeeting, Google
Hangout, etc.
ii. Share documents and/or videos via email or through the Team Workspace set up
in Canvas.
iii. Schedule conference calls.
b. In the group discussions, explain how your chosen change initiative would have a
positive impact on your organization and industry. Address the evidence you gathered in
#3 supporting your position. Present your professional assessment of why this practice is
worth pursuing.
c. Respond to your teammates’ positions by addressing where you have consensus and
where you don’t. Debate, explore, learn from each other, and have fun.
d. As your team engages in discussion, make sure you consider how the insights and
models about the psychology of change covered in the course and used in your first
assignment should be leveraged to support a positive outcome.
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 3 of 7
5. As a group, and leveraging the team feedback and data you have shared, narrow the field of
initiatives down to one focus area for the Group Project. Take note of the following:
a. It may be based on a single idea or a combination of several ideas that work together as
one initiative.
b. It must be non-trivial. In other words, it must be significant enough to warrant the effort to
make the change, and it must have the potential to drive larger enterprise-wide change.
c. The focus must be chosen by group consensus.
d. You must describe a change that can be driven within your immediate teams.
6. Carefully read the instructions for Applying Kotter’s Model to HR Change (below).
a. Discuss these with your group to make sure that everyone is clear on what is required.
b. If additional guidance is needed on any items, reach out to your instructor immediately.
c. Decide, as a group, how the workflow will be organized.
i. Which members will own which components?
ii. How and when will drafts be submitted for group review?
iii. What process will be used to finalize edits and prepare the final deliverable for
submission?
iv. Remember, everyone must contribute to the assignment, and the grade that is
earned will be applied to all members of the group.
7. Select one member of your group to post your TEAM CHARTER by Monday, 9:00 am
(eastern), Week 5. The Team Charter template can be downloaded from the Assignment Module
in Canvas. In the template:
a. Identify the Change Initiative your group selected.
b. Complete the fields on workflow and ownership for the group project.
8. Over the next two weeks, work with your group to complete the assignment. Your submission of
the POWERPOINT DECK is due by Monday, 9:00 am (eastern) of Week 7. You will select one
group member to submit on behalf of the group.
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 4 of 7
Applying Kotter’s Model to HR Change
Working as a group, and leveraging what you have learned about leading change, create an Executive
Level Overview using PowerPoint of your chosen HR Change Initiative leveraging the first six steps of
Kotter’s model as your guide. Your submission must address the following:
1. Establishing a Sense of Urgency
a. What is the current level of urgency around this issue in the team and at your various
workplaces?
b. What is driving the urgency or complacency? Is it a lack of insight into market conditions,
bureaucracy, makeup of the workforce, or something else?
c. What can be done to elevate the sense of urgency? Why do you believe this will be
effective?
2. Creating a Guiding Coalition
a. What groups/roles should be involved? There is no need for specific names of
individuals; just focus on groups, their place in the hierarchy, and what functional areas
they impact.
b. Why did your team select these groups/roles? What influence do these people have?
3. Developing a Vision and Strategy
a. Create a vision statement for the change initiative.
b. Explain the future state.
c. Outline the strategy for how this change would be rolled out.
d. What happens if your teams don’t make the change?
4. Communicating the Change Vision
a. What specific tools will work best in your organization(s) to ensure effective
communication?
b. Why did you identify these?
c. How will communication within your team be different than communication beyond your
team as you roll out your change initiative?
5. Empowering Employees for Broad-Based Action
a. Identify a minimum of three specific actions that will empower your team members to take
action.
b. How will these be initiated and supported?
6. Generating Short-Term Wins
a. What short-term wins are needed to demonstrate your change initiative is working?
b. When will these happen, and how will they be measured?
c. What rewards and celebrations should be part of recognizing these wins?
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 5 of 7
Professional Formatting and Submission Requirements:
• Leverage the benefits of the medium to include colors, graphics, charts, and diagrams to create
an engaging presentation. Don’t just fill the slides with text. Make sure the deck is complete and
can stand on its own to address all the required components of the assignment.
• References must be included and provide appropriate information that enables the reader to
locate the original source. Application and analysis of course materials and resources is
expected, and additional research is welcome.
• Include all data and supporting documents from each group member for step #3.
• Include a cover slide containing the title of the assignment, the group members’ names, the
professor’s name, the course title, and the date.
• The suggested length is 10 slides, excluding a cover slide. You may exceed 10 slides, but be
sure that what you include adds value to your submission and is not redundant.
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 6 of 7
Rubric: Assignment 2
25% of Total
Course Grade
NOTE: Grade Will Be Evaluated Collectively for the Group
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Supporting
evidence was
gathered,
organized, and
clearly
presented in
the Change
Initiative
Templates
Weight 15%
All group
members
delivered
exemplary
evidence and data
and made clear
and compelling
connections to
support main
themes and key
ideas.
Included
additional relevant
research to add
further support.
All group
members
delivered very
good evidence
and data and
made excellent,
logical, and clear
connections to
support main
themes and key
ideas.
All group
members
submitted relevant
evidence and data
and made good
connections to
support main
themes and key
ideas.
All group
members
submitted basic
evidence and
data. Rudimentary
connections to
main themes and
key ideas are
present but in
need of further
clarification.
Supporting
evidence and data
are missing,
incomplete, and/or
do not provide a
clear and
compelling
connection to main
themes and key
ideas.
2. Identification
of, and
rationale for,
focus area and
focus area
selection
process in the
Team Charter
Weight: 10%
Exemplarily
describes the
identification and
rationale of the
change need, the
specific focus
area, and the
process used by
the group.
Includes
additional relevant
details on group
meetings,
discussions, and
debates.
Very good
description of,
and logic for, the
identification and
rationale of the
change focus
area and the
process used by
the group.
Identification of
the change focus
area is clear and
logical. Rationale
for selection is
well-explained
and provides
sufficient detail to
understand the
process and the
conclusion.
Identifies the
change focus
area. Rationale
for selection is
superficial or
unclear. Synopsis
of how group
arrived at final
selection of focus
area is
satisfactory, but
lacks detail.
Does not or
unsatisfactorily
identifies the
change focus area.
Rationale for
selection is missing
or unclear. Missing
or unclear synopsis
of how group
arrived at final
selection of focus
area.
3. Develops the
change
initiative
according to
the first six (6)
stages from
Kotter’s eight-
stage
framework.
Demonstrates
understanding
of change
leadership
practices and
themes.
Weight: 35%
Meets all criteria
of HP, plus
includes additional
relevant insights
and supports to
connect the HR
team change to a
larger divisional or
company-wide
change.
Thoroughly
develops the
change initiative
in all 6 of the
required stages
of Kotter’s
framework.
Demonstrates a
deep under-
standing of
change
leadership
practices and
themes and their
application to
leading change
in HR teams.
Satisfactorily
develops the
change initiative
in at least 5
stages of Kotter’s
framework.
Demonstrates a
good under-
standing of
change leadership
practices and
themes but lacks
focus on their
application to
leading change in
HR teams.
Partially develops
the change
initiative in at least
4 stages
according to
Kotter’s
framework.
Demonstrates a
basic under-
standing of
change leadership
practices and
themes.
Does not or
unsatisfactorily
develops the
change initiative
according to Kotter’s
framework.
Demonstrates
minimal under-
standing of change
leadership practices
and themes.
JWI 556: Leading Change by Putting People First
Assignment 2
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 2 (1244) Page 7 of 7
Criteria Honors High Pass Pass Low Pass Unsatisfactory
4. Addresses best
practices, key
actions, and
open issues
that are critical
in keeping a
“people first”
focus during
the change
initiative.
Weight 30%
Meets all criteria
of HP, plus
includes additional
relevant research,
tools, and insights
to elevate the role
of HR as a
change leader.
Addresses
critical actions
and issues in all
6 of the required
stages of
Kotter’s
framework.
“People first”
focus is well-
developed and
with a clear and
direct connection
to the HR
change focus.
Addresses critical
actions and
issues in at least
5 of Kotter’s
stages.
“People first”
focus is present
and connected to
the HR change
focus.
Addresses critical
actions and
issues in at least
4 of Kotter’s
stages.
“People first”
focus is present,
but unclearly
developed or
poorly connected
to the HR change
focus.
Does not or
unsatisfactorily
addresses critical
actions and issues
in 3 or more of
Kotter’s stages.
Does not maintain
a “people first”
focus.
5. The submitted
work PPT is a
team effort and
is
professionally
formatted,
includes in-text
citations, and
references, and
is free from
grammatical
errors.
Weight: 10%
Exceptionally
well-formatted.
Highly
professional in
look and easy to
quickly locate
information.
Includes a cover
slide, headings,
professional font,
and layout.
All references
are consistently
cited in the text
and are included
in a manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Professionally
formatted.
Includes a cover
slide and
headings and is
free from font
and layout
issues.
All references
are consistently
cited in text and
are included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Satisfactorily
formatted.
Includes a cover
slide and
headings but may
have minor font
and layout issues.
References may
not be
consistently cited
in text or may not
be included in a
manner that
enables the
reader to quickly
identify sources.
There may be
minor mechanical
or usage errors.
Meets minimum
formatting
requirements.
May not include a
cover slide and/or
lacks professional
layout, font, or
spacing.
References are
not consistently
cited in text or not
included in a
manner that
enables the
reader to quickly
identify sources.
There are some
mechanical or
usage errors.
Unsatisfactorily
formatted.
May not include
cover slide and
headings, and/or
lacks professional
layout, font, or
spacing.
References are not
consistently cited in
text, and/or not
included in a
manner that
enables the reader
to quickly identify
sources.
There are several
mechanical and/or
usage errors.
